We are delighted to announce that Clare Scott has been nominated as Outstanding CEO in the 2018 Venus Awards. The Venus Awards, dubbed by Channel 4 as “The Working Women’s Oscars” - celebrate the vital contribution that women in business make to the local, regional, and national economy.

Clare is our Co-Founder and spear heads our work to support and promote minority groups within the investment industry. Day-to-day Clare leads our recruitment team, has oversight of the entire operations of the company and remains hands on. Clare has developed a well-known brand within the recruitment and investment industry.

Clare did not go to university and is from a sole parent family. She is an active champion of greater gender parity within the investment sector and has been a key part of supporting a number of women in returning to work in both part and full time positions. Last year 59% of the people we placed were women and 70% we director level or above. Clare has also been instrumental in supporting other minority groups, such as BAME and LGBT, to gain access to new career opportunities.

The Ocean Partnership is the first organisation to offer bespoke recruitment and diversity advisory services completely dedicated to the investment industry. Clare’s leadership is a key driver of our company success and we wish her the best of luck in the final judging of the awards.

Clare and our Team wish the best of luck to all finalists.

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Are you An Inclusive Leader? Ocean's 10.

Decide if you are an inclusive leader by answering the following 10 questions:

Do you sponsor someone with high potential who is from a group currently under-represented in leadership to support them in realising their career aspirations?

Do you ask those you manage or lead for feedback on the impact of your style and approach in supporting them to perform well and/or progress their careers?

Do you know the different values and drivers that motivate those you manage or lead and do you leverage these to help improve performance?

Do you challenge others if their behaviour or actions do not support inclusion and diversity?

Are you aware of the stereotypes, assumptions and judgements you make about different groups (unconscious bias) and what you can do to minimise the potential negative impact of these?

Do you involve and encourage those you manage or lead to identify problems early on, come up with solutions and improvement ideas?

Does your team reflect diversity in its demographic make-up, background and perspectives and do you leverage this to avoid group think?

Are you clear how inclusion and diversity can help you meet your own and the wider organisation’s business goals?

Do you help those you manage or lead understand the bigger organisational and strategic picture and their role within this?

Do you mentor others, including women and people from minority backgrounds and check that your approach meets their specific needs?

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D&I Metrics

What gets measured gets done. That is why we collect diversity metrics on both our candidates and clients in line with the Data Protection and Equality Acts. This allows us to identify areas requiring additional focus and also to measure progress across the industry. With biases prevalence through the employee lifecycle we actively utilize our diversity data to demonstrate where barriers exist and to create solutions to overcome them.